The Future of HR in the Public Sector

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Who Should Attend?

Delegates who will have an interest in this event will be people who work in HR in the Public Sector.

*This Conference is open to Public, Private and Third Sectors

For more information or to make a booking please call 0330 058 4285


Registration, Refreshments and Networking
Chair’s Welcome Address

Peter Reilly, Principal Associate, Institute for Employment Studies (CONFIRMED)


Morning Keynote: Shaping The future Of HR Leadership In The Public Sector: Challenges And Opportunities
  • Analysing the wider trends affecting the workforce and the HR profession
  • The Civil Service Diversity and Inclusion Strategy: becoming the UK’s most inclusive employer
  • Changing the way high calibre civil servants are recruited and retained
  • Balancing the roles and skills departments will need in their people as technology advances
  • Considering automation, location and social and demographic change

Rupert McNeil, Chief People Officer, UK Civil Service (invited)


Facing The Facts, Shaping The Future: Update On The Health And Care Workforce Strategy For England To 2027
  • Planning the NHS workforce of the future: addressing the gap between workforce demand through service planning, financial planning and workforce planning
  • Putting staff at the heart of a patient-centred service vision
  • The changing environment for health and social care: growing care needs and changing expectations and knowledge
  • Developing a set of shared principles to underpin future workforce decisions
  • Making the NHS the employer of choice: putting people first

Professor Ian Cumming OBE, Chief Executive, Health Education England (invited)


Key Supporter Session


Questions and Answers Session
Refreshments and Networking
Creating A Workforce Able To Respond To Major Changes Within The Public Sector
  • Workforce planning to help to enable sustainable performance by providing the basis for better decision-making about the future people need
  • The Timewise Council Programme: increasing the opportunities for flexible working to address key public sector challenges
  • Stimulating the local market to create more flexible and part time roles to tackle local labour market inequalities and deliver on economic regeneration priorities
  • The 21st century public servant project: analysing the changing role of public sector employees to start working in a different way now and in the future
  • Ensuring an affordable and flexible pay, reward and conditions system for local government

Nigel Carruthers, Senior Advisor, Local Government Association (invited)


Case Study: Using Staff Behavioural Assessments To Change The Organisational Culture
  • Selecting the highest quality staff for a new organisation structure
  • Ensuring an organisation moves to a more commercial culture
  • Selecting the best assessment approach to a achieve the right outcome
  • Designing and delivering appropriate employee behavioural assessments for different groups
  • Restructuring the organisation and changing the culture

Roxanne Tucker, Senior HR Business Partner, Aylesbury Vale District Council (invited)


The Adult Social Care Workforce In England: Workforce Intelligence To Improve Planning And Quality of Social Care Service
  • Providing practical tools and support to heal adult social care organisations in England recruit, develop and lead their workforce
  • Using he National Minimum Data Set for Social Care (NMDS-SC), an online workforce data collection system for the social care sector to help shape and inform the sector
  • Overview of recruitment and retention of the adult social care workforce 2017/2018
  • Overview of average pay rates in England as at 2017/18
  • Demand-based projections for the size of the adult social care workforce between 2017 and 2035

Sharon Allen, CEO, Skills for Care (invited)


Questions and Answers Session
Lunch and Networking
Keynote Address: Filling The Digital Skills Gap In The Private Sector To Increase Efficiency And Save Costs
  • Highlighting the digital skills gaps: the NAO report on the ‘Capability Gap In The Civil Service’
  • Viewing technology as a key element of business change and transformation
  • The Civil Service recruitment process, external market conditions and the amount that the public sector is able pay: the largest barriers to recruitment and retention
  • Developing the skills of existing staff with the budgets available
  • The 2016 Civil Service Workforce Plan: Focusing on developing career paths, opening up recruitment and changing pay structures to attract key staff

Yvonne Gallagher, Director of Digital Vale for Money, National Audit Office (invited)


Case Study: Responding To The Challenge Of Introducing A Customer-Centric Culture 
  • Addressing increased pressure on academics to deliver in more measurable ways
  • Providing staff wellbeing services to overcome stress and mental health issues
  • Rethinking the use of metrics and their impact on staff engagement
  • Sustaining world-class institutions by recruiting, retaining and rewarding the people who lead and develop them
  • Following the three principles of the CUC’s HE Senior Staff Remuneration Code

Paul Bousted, Director of Human Resources and Organisational Development, Lancaster University (invited)


Case Study: Addressing Staff Shortages By Launching An Apprenticeship Scheme
  • Facing a resource and skills deficit, with a third of the workforce close to retirement age
  • Recruiting junior apprentices in business administration to process the most straightforward work and ease the administrative burden
  • Designing a bespoke, two-year apprenticeship open to internal staff
  • Delivering the apprenticeship through a combination of face-to-face workshops, webinars, individual study, coaching and revision sessions in preparation for exams
  • Expanding the programme across the Land Registry

Caroline Anderson, HR Director, The Land Registry (invited)


Questions and Answers Session
Refreshments and Networking
Case Study: Recruiting And Retaining Female Talent in the Public Sector
  • Practical steps that HR departments can take to close the gender gap, e.g. positive action, building staff networks and creating women’s champions
  • Investing in training and professional development for women
  • Implementing programmes that build and maintain women’s confidence, self-belief and resilience
  • Improving careers guidance – how schools and universities can ensure a stream of potential women employees across all sectors

Angela Pope MCIPD, Head Naval People Strategy (Hd NPS), Royal Navy, Ministry of Defence (invited)

Ellie Ablett, Head of People Capability, Royal Navy, Ministry of Defence (invited)


Case Study: Redesigning Selection And Leadership Development Processes And Career Paths To Recruit More Black And Ethnic Minority Officers
  • Increasing the number of new police constable BAME recruits from 16% in 2014-2015 to over 28% in 2015 – 2017
  • Redesigning police constable recruitment to reduce disproportionality in the selection process and launching marketing campaigns leading to over 40% of applicants from BAME backgrounds
  • Running Meet the Met events and offering pre-assessment workshops for BAME and female applicants to increase their chances of success
  • The leadership development programme, Leading for London, to ensure managers at all levels understand their role in creating a safe, welcoming workplace with fair practices that encourage all staff to challenge and innovate
  • Ensuring BAME officers represent the Met at every rank up to and including assistant commissioner

Rachel Billington, HR Diversity & Inclusion Lead, Metropolitan Police (invited)


Case Study: Tackling Bullying And Harassment In The Workplace And Changing The Organisational Culture
  • Developing a phased action plan and reporting progress on a monthly basis to keep resource, energy and focus on initiating cultural changes throughout the organisation
  • Bringing training sessions to different areas of the organisation to reach as many people as possible
  • Addressing everything from minor communications issues between colleagues to perceptions of unfair treatment by management
  • Changing the culture and encouraging people to have early conversations so that issues can be addressed quickly
  • Engaging with staff to ask their opinions and views on culture on an on-going basis

Patricia Grealish, Director of People and OD, London Ambulance Service (invited)


Questions and Answers Session
Chair’s Summary and Close

*Programme subject to change


Who Should Attend

Who Should Attend?

Delegates who will have an interest in this event will be people who work in HR in the Public Sector.

*This Conference is open to Public, Private and Third Sectors

For more information or to make a booking please call 0330 058 4285


Sponsorship and Exhibition

We are now taking bookings for our wide range of sponsorship and exhibition packages; we also offer bespoke packages tailored for your organisation.

Why Sponsor and Exhibit at this event:

 Network with key decision makers across HR in the Public Sector
 Meet your target audience in the Sector
 Listen and Learn from leading industry experts across the Sector
 Opportunity to demonstrate your products or services
 Speak alongside industry leading experts
 Work with your dedicated account manager to generate the maximum amount of leads

Exhibition and Sponsorship Packages:

Strategic Headline Sponsor:

  • 20-minute speaking slot followed by Q&A
  • 3x2m Exhibition Space (In the Refreshments and Catering room)
  • Pre show marketing email to all registered delegates
  • Post show inclusion on presentation email
  • Branding on Website and Event Guide (Logo and 100 Word Profile)
  • A4 Insert or A4 Chair Drop
  • 5 Delegate Conference Passes
  • 1 Speaker Pass

Key Supporter Package:

  • 20-minute speaking slot followed by Q&A
  • Branding on Website and Event Guide (Logo and 100 Word Profile)
  • A4 Insert or Chair Drop
  • 1 Speaker Pass
  • 2 Delegate Conference Passes

Exhibition Stand:

  • 3x2m Exhibition Space (In the Refreshments and Catering room)
  • Power, Wifi, Table and 2 Chairs (If required)
  • Branding on Website and Event Guide (Logo and 100 Word Profile)
  • 2 Delegate Conference Passes
  • 1 Stand Manager Pass

Insert or Chair Drop:

  • 1 Delegate Conference Pass
  • A4 insert into delegate pack or A4 Chair Drop

For more information or to discuss the available option please call 0203 961 5002 or email [email protected] 


Prices and Discount

Public Sector Rate:

  1.    £379
  2.    £349
  3. + £319

Private Sector Rate:

  1.    £550
  2. + £520

Voluntary Sector Rate:

  1.    £299
  2. + £269

Event Documentation: *If you can’t attend the event you can purchase the event documentation

Electronic – £99 Printed – £99

Group bookings: If you would like to make a group booking of 5 or more please call 0330 058 4285 to find out if we can offer any more discount.

*All prices are excluding VAT

For more information or to make a booking please call 0330 058 4285


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